Adjustment Library
Browse hundreds of examples of reasonable adjustments.
Faith & Religion
- attend Friday Prayers (Jumu'ah) →
- perform daily prayers (Salah) at work →
- adjust hours during Ramadan →
- take annual leave for Eid (dates vary) →
- wear a Hijab/Headscarf with uniform →
- keep a beard (religious reasons) vs safety masks →
- refuse Sunday working (Sabbath) →
- wear a Cross/Crucifix necklace →
- guaranteed leave for Christmas/Easter →
- arrive late on Ash Wednesday (service) →
- finish early on Fridays (Shabbat) →
- refuse Saturday working (Shabbat) →
- leave for Yom Kippur (Day of Atonement) →
- separate storage for Kosher food →
- carry a Kirpan (ceremonial dagger) →
- wear a Turban instead of hard hat →
- take leave for Diwali →
- access to Vegetarian/Vegan food at events →
- quiet breaks for meditation →
Neurodiversity (ADHD, Autism, Dyslexia, Tourette's)
- Noise Cancelling Headphones →
- Body Doubling (Working with colleague) →
- Camera Off in Meetings →
- Fixed Desk / No Hot Desking →
- Written Instructions (Email) →
- Permission to Stim (Fidgeting/Movement) →
- Coloured Paper/Overlays →
- Speech-to-Text Software →
- Extra Time for Training/Learning →
- Tolerance for Spelling Errors →
- Tic Suppression Breaks →
- Private Office (Vocal Tics) →
Sensory (Vision, Hearing, Speech)
Mental Health (Anxiety, Depression, OCD, Bipolar)
Physical & Mobility (Pain, Wheelchairs, Dexterity)
- Evacuation Chair Plan →
- Accessible Toilet (RADAR) →
- Blue Badge Parking →
- Automatic Doors / Push Pads →
- Voice Control / No Typing →
- Vertical / Rollerball Mouse →
- Compact Keyboard (No Numpad) →
- Temperature Control (Fibromyalgia) →
- High-Back Ergonomic Chair →
- Heated Gloves / Hand Warmers →
- Voice Amplifier (Teachers) →
- Teaching from Seat →
- Modified Stab Vest (Police) →
- CPAP Power in Cab (Truckers) →
Chronic Health (Diabetes, Epilepsy, Cancer, HIV)
- Blood Testing / Injection Breaks →
- Eating at Desk (Hypo prevention) →
- Fridge for Insulin →
- No Lone Working →
- Anti-Glare / Flicker Free →
- Redeployment from Driving →
- Flexible Chemo Leave →
- Rest Room / Nap Area →
- WFH during Infection Spikes →
- Flexible Leave (Flare Ups) →
- Hot Water Bottle / Heat Pad →
- Loose Waistband / Uniform →
- Private Office (Infection Risk) →
- Physio Breaks during Day →
- Warm Workspace (Avoid Cold) →
- Unlimited Water Access →
Menopause & Hormonal Health
Pregnancy & Maternity
Gender Reassignment & Identity
Religion & Belief (Expanded)
Carers & Dependents
Work Pattern & Flexibility (Expanded)
- Compressed Hours (e.g., 4 days instead of 5) →
- Annualised Hours (work more in peak, less in quiet) →
- Core Hours Only (avoid early/late meetings) →
- No Back-to-Back Meetings (buffer time) →
- Meeting Agenda Shared 24 Hours in Advance →
- Written Notes / Action List After Meetings →
- Async Check-ins Instead of Daily Standups →
- Scheduled Micro-Breaks (e.g., 5 mins every hour) →
- Formal Workload Prioritisation (weekly reset with manager) →
- Protected Handover Time (shift/role transitions) →
- Reduce Non-essential Travel / Site Visits →
- Phased Return with Reduced Workload Targets →
Workplace Environment & Comfort (Expanded)
- Adjust Lighting (no fluorescents / warmer bulbs) →
- Air Purifier / HEPA Filter Near Desk →
- Fragrance-Free Policy (perfume/air fresheners) →
- Access to Quiet Room / Recovery Space →
- Desk Location Change (away from door/foot traffic) →
- Private Space for Sensitive Calls (health/religious) →
- Flexible Toilet Breaks (IBS, pregnancy, diabetes) →
- Alternative Uniform Fabric (sensory/skin conditions) →
- Exemption from “No Layers” Rules (cold sensitivity) →
- Water Bottle at Workstation (policy exception) →
- Drop-off Access / Temporary Permit (mobility flare-ups) →
- Dietary Requirements Supported in Canteen (halal/kosher/allergens) →
Communication, Performance & Management (Expanded)
- Single Point of Contact / Clear Instruction Channel →
- Written Feedback Instead of Verbal Only →
- Advance Notice of Schedule/Task Changes →
- Documents in Accessible Formats (large print/audio/plain English) →
- Structured 1:1 Meetings (agenda + actions) →
- No Surprise Performance Conversations (time to prepare) →
- Alternative Assessment Method (written vs oral / timed tests) →
- Language Support / Interpreter (non-BSL) →
- Workplace Mediation After Incident →
- Change of Supervisor (where relationship breaks down) →
Faith & Religion (Advanced Scenarios)
- Wudu Facilities / Access to Wash Area (Muslim) →
- Ability to Book a Small Room for Prayer (short use) →
- Secure Storage for Religious Items (prayer mat, head covering) →
- Access to Faith-Sensitive Counselling / EAP Provider →
- Unpaid Time Off for Religious Observance (where annual leave is limited) →
- Faith-Based Objection to Certain Training Content →
- Wearing Religious Symbols (cross, kara, etc.) within dress policy →
- No Handshakes / Alternative Greeting (faith-based) →
- Attendance at Alcohol-Centred Work Events (opt-out) →
- Religious Diet Needs on Work Travel (halal/kosher) →
- Fasting Safety Plan (non-Ramadan specific, any fasting) →
- Preferred Name Use (faith/cultural reasons) →
- Short Observance Breaks (non-Muslim faith practices) →
- Confidentiality Around Faith (no forced disclosure) →
- Respectful Search Procedures (faith modesty considerations) →
- Faith-Sensitive “Wellbeing Days” (e.g., after bereavement rituals) →
Public Sector & Policing (Expanded)
Faith & Belief
- attend Friday Prayers (Jumu'ah) →
- perform daily prayers (Salah) at work →
- adjust hours during Ramadan →
- take annual leave for Eid (dates vary) →
- wear a Hijab/Headscarf with uniform →
- keep a beard (religious reasons) vs safety masks →
- refuse Sunday working (Sabbath) →
- wear a Cross/Crucifix necklace →
- guaranteed leave for Christmas/Easter →
- arrive late on Ash Wednesday (service) →
- finish early on Fridays (Shabbat) →
- refuse Saturday working (Shabbat) →
- leave for Yom Kippur (Day of Atonement) →
- separate storage for Kosher food →
- carry a Kirpan (ceremonial dagger) →
- wear a Turban instead of hard hat →
- take leave for Diwali →
- access to Vegetarian/Vegan food at events →
- quiet breaks for meditation →
Requests Commonly Considered Unreasonable
- Permanent exemption from all core working hours →
- Choosing your own hours with no overlap with team →
- Working only when "feeling able" with no notice →
- Refusing all meetings indefinitely →
- Starting work whenever you arrive (no fixed start) →
- Leaving early every day without making time up →
- Refusing to work any peak/busy periods →
- Permanent four-day week with no pay reduction →
- Working nights only when role is daytime-based →
- No deadlines due to stress →
- Unlimited breaks without coverage →
- Taking leave whenever needed with no approval →
- Refusing overtime where overtime is core to role →
- Permanent exemption from weekend work in weekend-based roles →
- Declining all rota changes indefinitely →
- Turning up late without consequence →
- No fixed schedule in safety-critical roles →
- Refusing emergency call-ins where contract requires it →
- Choosing shifts purely on preference, not fairness →
- Working only during school hours in roles needing coverage →
- Permanent work-from-home when job is site-based →
- Never attending the workplace at all →
- Refusing all travel where travel is essential →
- Choosing a different work location than assigned →
- Working from another country without business need →
- Refusing on-site presence during emergencies →
- Demanding home working while on probation →
- No on-call attendance when role requires it →
- Choosing workspace location regardless of operational need →
- Working remotely without internet reliability →
- Refusing hybrid minimum days permanently →
- Working only from home due to “preference” alone →
- Never attending training in person →
- Refusing site visits where core duty →
- Demanding relocation without business reason →
- Removing core duties permanently →
- Doing only preferred tasks →
- No customer interaction in customer-facing roles →
- Refusing phone/email work where central →
- Permanent reduction in workload with full pay →
- No performance targets at all →
- No supervision or management oversight →
- Choosing which work to accept →
- No disciplinary process applied ever →
- Exemption from productivity metrics only for one person →
- No teamwork or collaboration requirements →
- Refusing key responsibilities due to stress alone →
- Demanding promotion instead of adjustment →
- Insisting colleagues do "hard parts" of role →
- Refusing all uniform in safety roles →
- Wearing unsafe clothing against PPE rules →
- Ignoring hygiene standards in food/healthcare →
- Covering face where identification is required →
- Wearing jewellery prohibited for safety →
- Refusing body armour in frontline policing →
- Ignoring infection control policies →
- Choosing any clothing regardless of professional standards →
- Refusing ID badges or security checks →
- Covering cameras where identity is required →
- Demanding exception from all dress codes →
- Refusing hair containment in sterile environments →
- Wearing slogans/messages at work →
- Ignoring appearance rules tied to safety →
- Choosing own uniform supplier outside standards →
- Refusing all communication with manager →
- Communicating only via one chosen channel →
- No performance reviews ever →
- No feedback allowed →
- Refusing all written records →
- No attendance at disciplinary or HR meetings →
- Dictating how others must communicate →
- No escalation of issues ever →
- Requiring all communication filtered through HR →
- Refusing reasonable management instructions →
- Declining all mandatory training →
- No changes communicated without employee approval →
- Insisting on anonymity at all times →
- No collaboration with specific colleagues indefinitely →
- No reporting or documentation duties →
- Immunity from redundancy selection →
- Guaranteed job for life →
- No sickness monitoring at all →
- No requirement to provide medical evidence ever →
- Permanent exemption from capability procedures →
- No application of company policies →
- Refusing investigation processes →
- Demanding outcome guarantees →
- Exemption from equality policies for others →
- No grievance procedures applied to you →
- Blocking employer from documenting issues →
- Refusing reasonable alternatives offered →
- No occupational health involvement ever →
- Demanding employer ignore legal obligations →
- Insisting adjustment applies regardless of impact →